Career Developemt 2

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CAREER

DEVELOPMENT

1.Career: its defined as a sequence of position

occupied by a person during the course of life.

Thus, any work, paid or unpaid, pursued over an

extended period of time can constitute a career.

2.Career development: this is the long term

career effectiveness and the success of

organizational personnel.

Its a lifelong series of activities that contribute

to a persons career exploration, establishment,

success and fulfillment.

There is an increasing need for individuals totake charge of the development of their ownlearning and careers for a variety of reasons:

There is increasing rate of change of our

organizations and in the knowledge and skillswe need to perform our jobs.

Career ladders are rapidly shrinking ordisappearing as reorganizations lead to flatter

structures.

Career development (CD) is now the primaryresponsibility of individuals in organizations.

A recent survey of Human ResourceDevelopment Directors (1) indicates that theyconsider CD to be their least importantfunction.

This correlates with recent trends ofdisappearing corporate career paths and jobsecurity.

Career planning has been defined as the involving

sequence of a persons experiences over time Succession planning-involves identification of

vacancies that are likely to occur at higher levels andlocating probable successors.

Career Development is concerned with a broadersubject matter of a conceptual or theoretical natureand the development of personal attitudes. Itcomprises all learning experiences, both on and off thejob, including formal, classroom training.

Career development-the personal movements an

individual makes to achieve his/her career plan.

Activities undertaken by individual employees

and organization to meet career aspiration and

job requirements.

Career managementthe process of designing

and implementing plans to enable the

organization to satisfy employee needs and allow

individuals to achieve their goals.
http://alumni.caltech.edu/~rouda/AHRD.htmlhttp://alumni.caltech.edu/~rouda/AHRD.htmlhttp://alumni.caltech.edu/~rouda/AHRD.htmlhttp://alumni.caltech.edu/~rouda/AHRD.html


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Effective organizational career development:

1. Ensures that the needed talent will be

available:

The organization helps the individual employees

to better align their needs and aspirations with

those of the organization

-increase the probability that the right people

will be available to manage the organizations

changing staffing requirements.

2. Improves the organizational ability to

attract and retain high talent personnel:

organizations will always try to maintain

their employees.

Individuals may give preference to

employers who demonstrate a concern for

the employees future.

3. Ensure that minorities and women will

have opportunities for growth and

development:

Equal employment opportunity legislation

and affirmative action programmes demand

the minority groups and women get

opportunities for growth and development

that will prepare them for greaterresponsibilities within the organization.

NB: Affirmative action is the specific and the positive

action taken to eliminate the present effects and the

past discrimination.

4.Reduce employment frustration:

As the education level of workforce has

risen, so has the occupational aspiration.

Due to the slowing of the economic growth

and reduced advancement opportunities in

the past, the result was increased.

Frustration by employees when they saw a

significant disparity between their

aspiration and their actual opportunities.

0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75

THE CAREER STAGESEXPLORATION ESTABLISHMENT MID CAREER LATE CAREER DECLINE

Age

Performance


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i)Exploration:

This is the time when the number of

expectations about ones career are

developed, many of which areunrealistic. Such expectations of course

may be dormant for five years and then

pop up later to frustrate both the

employee and the employer.

ii) Establishment:

This period begins with the search for work

and includes getting your first job. Its time

that begins with uncertainty and anxieties.

Its marked by making mistakes, thelearning from the mistake and the gradual

assumption of increased responsibility.

However, individuals in this stage have yet

to reach their productivity and rarely are

they given work assignment that carry great

power or high status.

iii) Mid career:

this is a time where individuals continue

their improvements in performance, level-

off or begin to deteriorate.

At this stage, the first dilemma is accepting

that one is no longer seen as a learner.

Mistakes take greater penalties.

To those who make the successful

transaction go for a greater responsibilities

and rewards. For others, it may be a time

for re-assessment, job changes adjustments

or priorities or the pursuit of the alternative

lifestyle i.e. making geographical motive or

going back to college.

iv)Late Career:.

Their value to their organization lies heavily in

their judgment built up over many years and

through varied experiences and sharing with and

teaching others based on the knowledge they

have gained.

Its time when individuals recognize that they

have decreased work mobility and may be

locked into their current job.

One begins to look forward to retirement and

the opportunities produce something different.

v)Decline Stage:

adjustments will of course have to be made

regardless of whether one is leaving a sparkling

career or a dismissal career. After severaldecades of continued achievement and high

levels of performance, the time has come for

retirement. These individuals are forced to step

out of the limelight and give up a major

component of their identity.

The regimentation that the work provided will

no longer be there, responsibilities will be fewer

and life will be less structured.


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As a result, its a difficult stage for anyone to confront.

INDIVIDUAL CAREER DEVELOPMENT:

This requires that the people to become knowledgeable of

their own needs, values and personal goals. This can be

achieved through a three-step; self assessment process.Step1. Identification and organization:

the best place to begin is by drawing up a profile of your

education record. Next, begin to assess your occupational

experience.

List each job you have held the organization you unlike.

For your overall level of satisfaction, what you liked most

and least about the job, and why you left. Confront the fetes

and list them as such.

REHABILATING CAREER PLATEAUS

Provide alternative means of recognition

Develop new ways to make current jobs more

satisfying

Reassignment

Reality based self-development programmes

Change managerial attitude towards

plateaued employees

Measures to make career planning

successful1.Top management support

2.Expansion

3.Clear goals

4.motivated and hardworking staff

5.Proper selection of employees

6.Proper age balance

7,Fair promotion policy

8.Management of career stress

9.Internal publicity

10.Continuity

Role of the organization

Challenging jobs

Dissemination of career option information

Job posting/publizing job vacancies

On and off the job experiences

Appraising employee performance

Assessment Centre's

Career counseling

Career development workshops

Continuing education and training

Periodic job changes Sabbaticals

Role of the organnization

Identify and organize skills, interests and

work-related needs and values

Provide accurate information regarding skills,

work experience ,interests and career

aspirations

Self development plans

Step 2.Conversion into general fields and

specific goals.organizational settings or fields of endeavors,

where these will be a good match then you can

become specific and identify dishonest job

goals. When you are able to identify limited set

of occupations that have interest to you, you can

start to align this with your abilities and skills.


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Step 3.Testing against realities.

The last/final step in testing your selection

against the realities of the market place.

This can be done by going out and talking

with personnel specialists andknowledgeable people in the field,

organizations or job you desire. This

interaction should provide reliable feedback

as to the accuracy of your self-assessment

and the opportunities in the field and the

jobs that interest you.

Career planning: it means matching the

individual strengths and weaknesses with

occupational opportunities and threats.

Aims and objectives of career planning.

Career planning aims at matching individualspotentials for promotion and individual

aspiration with organisational needs and

opportunities.

Career planning is making sure that the

organisation has the right people with the right

skills at the right time.

It focuses on future needs and opportunities

of the employee.

In the process, it opens avenues for growth

to high levels of responsibilities for each

and every employee of the organization,

through activities to equip the individuals

with the requisite for succession

The principle objective of Career Planning:

1. to secure the right man at the right job and at

the right time

2.to maintain contented team of employees.

Roles of career planning:

1. motivates employees to grow.

2. motivates employees to avail in the training

and development programmes.

3. Increases employee loyalty as they feel

organisations care about them through careerplanning for them, so they integrate their goals

with the goals of the organizations.

4. Encourage employees to remain in an

organization.

5. Contributes to manpower planning as

well as organisational development andeffective achievement of corporate goals.

6. it helps employees in thinking of long

term involvement with organisations. 7.

Provides general scenario of career

opportunities in the organisations.

8. it gives and idea of direction towards

growth.

Differences between Career Planning

and Career Development:

Career planning involves the search fordirection that leads to education and basic

experience in pursuing a particular type of

career or job. Career planning usually

occurs during high schools, students

explore career options engaged in career

counseling and testing and gain basic

experience through part time work.


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Career planning continues through the early

20s especially if the person attended

college. its common to try on several ideas

of a certain career but discard those ideas asmore to college is part of career planning.

While: Career Development is a process of

managing life, learning and work. Career

development is a term used to describe the

management of work related activities

throughout your life.

At best, career development includes a

written or a thought out plan that sets small

goals for the next one and five years to help

you achieve your goals for the chosencareer. Career development can include

obtaining higher degree, taking as single

classes or seminars, obtaining additional

training and consciously taking an

additional work.

REFERENCES:

1.Julie Beard Well& Tim Clay don,(2010). Human

Resource Management(6th edn) United Kingdom.

Great Britain.

2.Lloyd L. Brars,Lessie W. Rue,(2008). Human

Resource Management(9th edn) New York, Mc. Graw

Hill

3. Dressler, G.(2008). Human Resource Management,

(11th edn). Pearson Inc. Jersey.

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Career Developemt 2